Voya India
Location
Bangalore | India
Job description
About Voya India Voya India, formerly known as VFI SLK, is a technology-driven, business process transformation company, driving the evolution of the financial services customer experience through the art of technology, innovation, and human creativity. As a subsidiary of Voya Financial, Inc., we are dedicated to delivering cutting-edge solutions to Voya’s Health (employee benefits), Wealth (retirement), and Investment Management businesses. Our focus lies in crafting inventive customer-centric solutions by digitizing, automating, and optimizing technology and business processes. We are committed to fostering an environment that celebrates learning, growth, and inclusivity while developing and deploying innovative and impactful solutions for Voya Financial, Inc.
Job Description Role: Key Responsibilities • Stakeholder Management - Be the trusted advisor for Business leaders and work with them to drive people agenda in line with HR strategy for the company and specialized needs of people in the business unit. Providing direction for the business in all matters associated with employees and will coach business unit management teams to enhance individual and team capability in areas of HR operations activity, such as the annual merit and performance cycles • People Plan - You provide insights, recommendations, feedback and ideas on the development of the people plan, and you manage the implementation of the holistic plan (e.g., talent management, leadership effectiveness, diversity and inclusion, culture) for your business line and organisation as required • Organizational Diagnostics - You partner and consult with peers and HR COEs on organizational diagnostics. Diagnose talent management processes/programs, talent needs and risks; provide recommendations on organizational strategies, goals and actions; and contribute to implementation plans based on results. • Change management - You design and implement change, adapting to new or changing structures, cultural change, or business-specific programs/processes for an assigned organization. You evaluate internal business drivers, environmental factors, risks and benefits to foster change adoption, and collaborate to develop change management strategies and training materials. • Performance Management -Own end to end performance management process for your business line, train managers and employees on the process and ensure process is followed as required. • Employee Engagement – Connect with employees and managers and drive engagement though various initiatives. • Compensation & Benefits – Work with COEs on this topic to give advisory on annual Merit and promotion cycle • Ensuring a consistent approach to HR activities and compliance with regional and global policies and legal requirements whilst adhering to local statutory requirements under employment legislation. • Process ownership for Employee Relations management, including disciplinary & performance improvement & exit management • Analyze data and observations across the organization, highlighting trends and recommending/driving solutions to the leaders and Head HR Qualifications: Knowledge, Skills and Abilities • Business Acumen - The ability to understand the parts of the business and their interrelationships. This includes skill in understanding the industry, competition, and expected future developments and challenges, the business's competitive strengths and weaknesses, opportunities to grow the business and reduce operating costs, and awareness of the environment for opportunities. • Data Driven Thinking - The ability to systematically gather information from a variety of sources, analyze information, identify implications of data, draw conclusions, generate alternatives and solutions, and evaluate the consequences of choosing each alternative using quality metrics and data. This includes the ability to convert general data and findings into applied, specific information and suggestions that add value to business planning and strategies. • Leadership Effectiveness - The ability to coach leaders; drive leadership development plans that focus on the strategic investment in human capital within the organization (e.g., talent identification and management, individual development planning, management development, 360-degree feedback, succession planning, mentoring and coaching). • Organizational Development - Knowledge and application of organizational development principles. This includes knowledge of organizational behavior, organizational capabilities and change management, and workforce planning and succession planning procedures. • Collaboration - Strong collaborative ability to work across various teams in HR and influence people outcomes. • Ability to be a role model for employees • Comfortable to navigate through ambiguity , ability to handle difficult situations and conflicts.Job tags
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